In broad scenario the main objective is to know about the practice of Total Human Resource Management Practices that is Staffing, Training& Development, Motivation and Maintenance in Huawei. And in second way as it is concerned specifically with Organizing, somebody should not be surprised to find that it emphasizes organizational behavior as related to concerns such as jobs, work, absenteeism, employment turnover, productivity, human performance and management. Understanding organizational behavior has never been more important for
managers. Because, there are lots of challenges and opportunities for the managers to use Organizational Behavior concepts and it offers solutions or at least some meaningful insights toward solutions for the critical issues like Responding to Globalization, Managing Workforce Diversity, Improving Quality and Productivity, Responding to the Labor Shortage, Improving Customer Service, Improving People Skills, Empowering People, Coping with Temporariness, Stimulating Innovation and Change, Helping Employees Balance Work / Life Conflicts, Improving Ethical Behavior etc.
1.1.3 Methodology
To prepare this report the following thing has been done Data were collected from Huaweis office. Help from Huawei website (huawei.com) has been taken The book Management by Ricky W. Griffin was used Management topics from various web sites of Internet.
Huawei Technologies started its journey in Bangladesh in 2002 as Huawei Technologies, (Bangladesh) Ltd. Till then it has been growing very fast and now is the market leader in terms of market share and number of projects. In Bangladesh, Huawei is well known for its excellent customer services and solutions. Right now there are about 600 employees working in Huawei Technologies (Bangladesh) Ltd. Huawei servers telecom operators like Robi, Banglalink, Grameen Phone, Citycell, Teletalk etc. It also servers PSTN operators like BTCL, Rankstel, Peoples Tel, Dhaka Telephone Company Ltd etc.
Interview Interview (For 1st Time) (For 2nd time) Interview (For 3rd time or more)
SELECTION
Fig: Selection procedure in Huawei 5
3.3.1 Training
Most organization has some type of systematic training program. The Huawei is following the training process which is similar to the Social Learning Theory. This theory tells that training should offer a model to grab the trainees attention. The organization does not follow this theory exactly. They actually provide training to those employees who need it and only if the
organization feels that the training will improve the quality of the employees and thus it will improve the productivity. Huawei does not provide any training to its leaders (directors, managers, leaders, supervisors etc.). This is because; every leader is from different organizations. They have work experience and they have gained knowledge about leadership from the previous organizations.
HUAWEI follows both the on-the-job training and off-the-job training. These approaches are describing below-
Preparing the trainees by telling them about the job responsibilities and overcoming their uncertainties. Presenting the instruction, giving essential information in a clear manner. Having the trainees try out the job to demonstrate their understanding. Placing the workers in the job, on their own, with a designated resource person to call upon should they need assistance.
6
probation period the employees do not have much work load so they are getting enough time to learn.
on how the package or the service facilitates the customer. To bring the maximum satisfaction of the customers, the employees are trying to attain the goals set by the top management. As Huawei is a new organization in telecommunication sector of Bangladesh thats why each time they are launching a package or giving extra facilities, each departments of the organization are in a tremendous pressure, that whether the package or the services will be a successful one or not. According to the theory, the employees are performing better when they are in pressure and actually the employees of Huawei are performing well. Their achievement of one million subscribers just within ten months shows the performance of the employees and as a whole, it actually shows the performance of the organization. We have found that the top management is following the Goal Setting Theory. They are also following the Victor Rooms Expectancy Theory. Expectancy Theory says that an employee will be motivated to exert a high level of effort when he or she believes that effort will lead to a good performance appraisal and a good appraisal will lead to organizational rewards such as a bonus, a salary increase or a promotion and the rewards will satisfy the employees personal goals. So, the organization set a specific goal, the employees are giving their best efforts to achieve the goal and after achieving it, the organization usually announce performance bonus, appraisal certificates etc.
4.4.2.1 Reward
The organizations reward system influences the decision makers and as well as the employees. Huawei has the rewarding policies such as; within their ten months in operation, they have
organized four big reward giving ceremonies. Employees of all departments have been rewarded. They also have the policies to reward the employees according to the departments or the braches they have in different areas of the country. Employee recognition programs consist of personal attention, expressing interest, approval and appreciation for a job well done. Huawei has employee recognition programs but it is in a limited form. Till now they have done the recognition and rewarding programs together in a same ceremony.
minimize it by negotiating. But employee dissatisfaction does not reach to any level which actually can reduce the employees productivity.
5.5.1 Benefits
The organization provides different types of benefits to the employees. Such as, the employees have the health insurance facilities. This covers full medical expenses of the employee and his or her spouses. In case of sudden death of an employee, the family will get a great amount of money from the insurance company. They also have provident fund. The employees are also getting transportation, house rent allowance etc. These all are based on the employees service length and their level.
management to the lower level where all the employees are not involved. Only those employees who have the authority to participate are the part of decision making. But the scenario is not actually so that none has the right or none of the employees is discouraged to give suggestions. He who wants to suggest can follow the following process. Any suggestion from any employee goes to the management by the following the process:
Top Management
Department Hea
Manager
Team Leader
Employees
It is not the antique true that management never hears the employee. They take and analysis the suggestion and approve if that suggestion is being found beneficial for the organization.
cant finish their work in schedule time etc. They have to submit it to their supervisor or to the manager. The whole process is embarrassing. The organization didnt evaluate the employee properly. Though they have done employee evaluation but it is in a minimized form. After the evaluation, most of the employees are not satisfied, especially who are already serving for one year. And, as they do not evaluate the employees properly there are problems also in employee recognition. Most of the top management, like their managers, directors is foreigner. This is a demoralized factor for the employee as most of the employees are Bangladeshi.
6.2 Recommendation
Each organization has problems. Sometimes they are major problems that can cause an end of an organization. Sometimes they are minor problems which can affect the productivity of the employee. Huawei has minor problems. These recommendations are based on the findings. They should increase the number of employee. Every department requires some more trained employees. Overtime system should be more flexible. But if there is not enough control over it then the organization may lose money because some employee will make pending their work and do it after their office time. So there should be control but in a flexible manner. Through proper selection process, some Bangladeshi managers can be employed. This will motivate the employees and on the other hand as a Bangladeshi the manager will easily understand the employees as they are Bangladeshi. Training facilities should be developed. According to our survey, we have found some employees who are in technical departments, need some training.
extreme level of motivated programs which can positively effect on the employees of this organization. In the end, we should say that the organization can be considered as a very good example where HRM is in practice.
Supportive Handbooks: AGM Report of Huawai Technology Ltd. HR Manual of Huawai Technology (BD) Ltd.
12